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Nevada Equal Pay Acts: What you need to know

The Nevada Equal Pay Law prohibits discrimination in wages on the basis of sex for equal work on jobs that require equal skill, effort, and responsibility, performed under similar working conditions. The law applies to all employers in the state, regardless of size, including employment agencies and labor unions (NV Rev. Stat. Sec. 608.017).

Employers are prohibited from reducing any employee's wages in order to comply with the Law. It is also unlawful for an employer to discriminate against an employee for testifying in a proceeding under the Law (NV Rev. Stat. Sec. 608.015).

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Differences in pay between employees of different genders are permissible when they are based on:

The state labor commissioner enforces the Equal Pay Law. The commissioner is authorized to seek a civil remedy, impose an administrative penalty, or take other administrative action against an employer.

The Act also prohibits an employer from discrimination against an employee because he or she has inquired about, discussed, or voluntarily disclosed his or her wages or the wages of another employee (NV Rev. Stat. Sec. 613.330(1)(c)). This provision of the Act does not apply to any person who has access to information about the wages of other persons as part of his or her essential job ...

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues.
This report includes practical advice on topics such as:

FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements